General FMLA Notice EMPLOYEE RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT The United States De p a r tment o f Labor W age and Hour Division Leave Entitlements Eligible employ ees who wor k for a co v ered emp loyer can take up t o 12 w eeks of unpaid, job - pro tect ed lea ve in a 1 2 - mon th period for the followin g reasons: • The birth of a child or placement of a child for adoption or foster care; • T o bond with a child (leave must be taken within 1 year of the child’s birth or placement); • T o care for the employee’s spouse, child, or parent who has a qualifying serious health condition; • For the employ ee’s own qualifyin g ser iou s health condition that mak es the employ ee unable t o perform the employ ee’s job; • For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child, or parent. An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12 - month period to care for the servicemember with a serious injury or illness. An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees may take leave intermittently or on a reduced schedule. Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer’s normal paid leave policies. Benefits & Protections While employees are on FMLA leave, employers must continue health insurance coverage as if the employees were not on leave. Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to it with equivalent pay, benefits, and other employment terms and conditions. An employer may not interfere with an individual’s FMLA rights or retaliate against someone for using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA.